An employee at the Department of Energy tried multiple times to get his daughter hired for a position, violating the government’s anti-nepotism rules, according to the Office of the Inspector General.
The unnamed employee at the Office of Management for the Energy Department encouraged hiring officials to give a job to his daughter, and nearly got her hired. Several hiring managers recommended the daughter for the position, meaning they “did not consider the 132 applicants that had applied to the position through the application process,” the OIG said in a report released Wednesday.
The employee sent his daughter’s resume directly to a hiring official at the procurement services office at the Energy Department’s Washington, D.C., headquarters in March 2016, and the hiring official reached out two months later to see if she was still interested in the position.
She got an interview for the position, and several hiring officials recommended she be hired and join the procurement services team, even though they knew she hadn’t gone through the standard application process.
The daughter was not hired in the end because another department, the Human Capital offices, noticed that she “was not qualified for the position based on education and experience, and could not be hired because she had not applied under the vacancy announcement.”
Three other hiring officials “demonstrated a loss of impartiality and granted an unauthorized preference to the Employee’s daughter when hiring actions were taken while being aware of the family relationship.”
The OIG found that this was not the first time the employee had tried to get a job for his daughter with his government contacts. He tried to get his daughter into an internship with a contractor working on advanced research projects for the DOE in 2014. He sent his daughter’s resume to another DOE employee , who then forwarded the resume on to an employee contractor. The girl did not get that internship, either.
The OIG recommended further training in the governments’ statutes regarding nepotism, but eventually determined that the employee who recommended his daughter for the position didn’t violate the statutes because he didn’t have the actual authority to make the appointment or hire his daughter for the position.
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